I finished all the sections of Pymetrics on November 26, 2017.

Among the things I learned from playing the games is that pymetrics is a recruiting tool for employers that helps to assess the candidates’ strengths and make career recommendations. I learned that even when the results are not in line with what one thinks they are good at, it is not something that they should hide since they fear being judged. The report acts as a good way of showing your colleagues of other things that you are good at beyond your current or aspiring occupation. Pymetrics helps someone to discover more possibilities that were not known. A good example is how I have never imagined myself being an accountant, but my strong trait of attention to detail makes me lean towards that direction.

I also learned that one cannot do either poorly or well on the games. This is because the games are non-directional. In these games, there is no wrong or right end of the spectrum, unlike standardized tests. The traits measured can be great on either side of the spectrum depending on what a particular profession is demanding.

Pymetrics games can be used as a favorable recruitment tool by employers since they help to eliminate aspects of bias. The games assess things like emotion detection, fairness, memory, focus and risk taking. The scores are usually assessed by artificial intelligence instead of humans. As a result, an individual’s gender, name, age, skin color or even resume are not factored in the process. This ensures that there is no preference for people coming from elite schools or according to one’s race. This is even advantageous to companies since they can now get amazing talent, which has previously been overlooked due to varied bias factors.

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